The chain mediating role of negative emotions at work and meaning in life between interpersonal conflict at work and depressive symptoms among nurses: a multicenter cross-sectional study
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SUBMITTER: Zhao T
PROVIDER: S-EPMC11346038 | biostudies-literature | 2024 Jan
REPOSITORIES: biostudies-literature
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Project description:Objective: Interpersonal and emotional functioning are closely linked and reciprocally influence one another. Contemporary integrative interpersonal theory (CIIT) offers a useful framework to conceptualize these patterns and guide interventions in cases where these patterns result in dysfunction. Stress processes offer several dynamic frameworks to guide empirical investigations using methods that allow for fine-grained analyses in the context of daily life.MethodFour samples of adults (Sample 1, N = 145; Sample 2, N = 160; Sample 3, N = 297; Sample 4 = 89 dyads, 178 individuals) completed ecological momentary assessment protocols focused on a variety of interpersonal and emotional experiences. Samples were enriched for aggressive and self-harming behavior (Sample 1), trait hostility (Sample 2), interpersonal problems (Sample 3), and personality disorder features (Sample 4).ResultsUsing multilevel dynamic structural equation modeling, we investigated how emotions and interpersonal functioning operate over brief timescales in daily life. We found evidence for a vicious socioemotional cycle across all four samples, whereby negative emotions related to interpersonal conflict (i.e., perceptions of and enacting cold, antagonistic, or quarrelsome behavior; components that contribute to the interpersonal situation from the perspective of CIIT) which in turn related to increased negative emotions. Although individuals differed in the strength of this process, it was unrelated to trait negative affectivity.ConclusionsViewing these results through the lens of CIIT, we discuss multiple intervention points highlighted by these dynamic results whereby the vicious cycle might be changed. (PsycInfo Database Record (c) 2024 APA, all rights reserved).
| S-EPMC11837249 | biostudies-literature
Project description:PurposeIt has been widely noted that implicit absenteeism is common among nurses, with job demand influencing it. Theoretically, work-family conflict and job embeddedness may help link job demands to implicit absenteeism. However, the mediating effects of the two on the association between job demands and implicit absenteeism remain unclear. Thus, this study aims to explore the association between nurses' job demands and implicit absenteeism, and the chain mediating effect of work-family conflict and job embeddedness in this relationship.Patients and methodsData were collected from 1,420 nurses from five tertiary public hospitals in China. They were asked to respond to a questionnaire asking about job demands, implicit absenteeism, work-family conflict, and job embeddedness. The data were coded and analyzed using IBM SPSS version 21.0. Descriptive analysis, t-test, one-way ANOVA, hierarchical multiple regression analysis, and bootstrapping were used to analyze the extracted data.ResultsThe mean score for implicit absenteeism was 17.75 ± 5.60. There was a significant correlation (p < 0.05) between nurses' job demands, work-family conflict, job embeddedness, and implicit absenteeism. Nurses' job demands directly influenced implicit absenteeism and indirectly influenced implicit absenteeism through the mediating effects of work-family conflict and job embeddedness. Furthermore, work-family conflict and job embeddedness have a chain effect on the association between job demands and implicit absenteeism.ConclusionThe study found that nurses' job demands directly and positively influence implicit absenteeism, and indirectly influence implicit absenteeism through single and chain mediating effects of work-family conflict and job embeddedness.
| S-EPMC10627013 | biostudies-literature
Project description:IntroductionOver the past decades, anxiety has garnered significant attention from nursing population. Investigations have centered on the correlation between work-family conflict (WFC) and anxiety as well as the link between job satisfaction and anxiety among nurses. However, the role of job satisfaction plays in the relationship between work-family conflict and anxiety remains relatively unexplored.MethodsIn April 2021, a cross-sectional survey was conducted among nurses (N = 3,770) working at the maternal and child health institutions in Henan province, China. Multiple linear regression model was used to explore the factors associated with anxiety. Model 4 in Hayes's PROCESS macro and Bootstrap method was performed to examine the mediating role of job satisfaction in the relationship between work-family conflict and anxiety.ResultsThe median (interquartile range) anxiety score was 5.00 (6.00). Work-family conflict was shown to be significantly correlated to job satisfaction (r = -0.517, p < 0.001) and anxiety (r = 0.457, p < 0.01). There was a strong negative correlation between job satisfaction and anxiety (r = -0.379, p < 0.01). The study also found that nurses aged 31-40 years, those with a junior college education (p = 0.001), those with an undergraduate or above education (p < 0.001), those who reported experiencing work-family conflict (p < 0.001), and those with lower job satisfaction (p < 0.001) were more likely to experience anxiety. Additionally, job satisfaction partially (a*b = 20.90%) mediated the relationship between work-family conflict and anxiety.ConclusionThe association between work-family conflict and anxiety among nurses in maternity and child health institutions was moderated by job satisfaction. Therefore, it is critical to enhance working conditions, minimize work-family conflict, and promoting job satisfaction among nurses may help to mitigate the negative effects of work-family conflict on anxiety.
| S-EPMC10347398 | biostudies-literature
Project description:BackgroundPrevious studies have established a positive link between nurse managers' caring leadership and nurses' work engagement, but the processes and conditions through which this leadership style influences positive work behaviors remain largely unexplored. To address this gap and contribute to the existing body of knowledge, we developed a chain-mediated effects model to elucidate the impact of caring leadership on nurses' work engagement and the underlying mechanisms. In this model, we identified professional mission and affective organizational commitment as the mediating variables, offering a novel perspective on the relationship between caring leadership and work engagement.MethodsA robust multi-center and large-sample cross-sectional survey was conducted, involving 2502 first-line nurses from six general tertiary hospitals across the eastern, central, and western regions of China. The data collection instruments included a comprehensive questionnaire covering demographic information, the caring leadership scale, the Chinese calling scale, the affective organizational commitment scale, and the Utrecht work engagement scale. Data were meticulously screened and analyzed, employing descriptive analysis to summarize the demographic information, correlation analysis to test the relationship among the variables, stepwise regression analysis to explore the mediating role of calling and affective organization commitment, and the bootstrap method to test the chain mediating effect. This rigorous methodology not only ensures the reliability and validity of research findings but also instills confidence in the robustness of this research.ResultsThe results indicated a positive relationship among caring leadership, calling, affective organizational commitment, and nurses' work engagement (p < 0.001). Specifically, caring leadership was significantly associated with nurses' calling (β = 0.55, p < 0.001), affective organizational commitment (β = 0.21, p < 0.001), and work engagement (β = 0.05, p < 0.001). And the analysis further revealed that calling and affective organizational commitment mediate the process between caring leadership and work engagement(Effect: 0.17, 0.03, 0.05), with a relative effect size of 89.3% for the total indirect effect. These findings highlight the crucial role of these factors in enhancing nurses' work engagement, providing valuable insights for healthcare leaders and policymakers.ConclusionCaring leadership positively predicts nurses' work engagement and indirectly mediates calling and affective organizational commitment. The results of this study revealed that the mechanisms of caring leadership influence nurses' work engagement, which provides a new approach to strengthening nurses' work engagement and improving patient healthcare outcomes and organizational performance. Healthcare organizations face continuous challenges; this study embodies the significance of caring leadership in improving nurses' work experience and increasing their work engagement. Nursing managers should enhance their knowledge of caring leadership and receive caring leadership training, thus actively improving their leadership behaviors in nurse management, enhancing leadership effectiveness, and creating more possibilities for developing healthcare organizations.
| S-EPMC11456229 | biostudies-literature
Project description:BackgroundConflicts at work are inevitable and can negatively affect an individual's mental health. This research was based on the theoretical sources of conflict at work, explored nurses' work situation conflict as well as their types, along with their causes and consequences.MethodsThis study used participatory observation and interview methods to study nurses. Participatory observations of nurses' work were conducted in hospitals, and interviews were conducted with nurses. Data were collected through participatory observation and interviews, and data were analyzed through grounded theory.ResultsNurses' work situation conflicts included five levels of specific situational conflict types-interpersonal, social, unit, family, and task-as well as 12 conflict manifestations. Specifically, these types and manifestations include (1) interpersonal conflict, including conflicts with leaders, colleagues, and clients; (2) professional status conflict, including conflicts with professional recognition and professional respect; (3) conflict of interest, including conflicts with income, professional development, ideas and systems; (4) family role conflict, including family incident versus work conflicts; and (5) self-task conflict, including work requirement, work task, and work intensity conflicts. At the same time, it was found that the conflicts between different systems could be transformed into each other under certain conditions, and work situation conflict would affect the work efficiency, sense of value, professional enthusiasm, professional expectations, professional detachment, professional interest, and physical and mental exhaustion of nurses.ConclusionThis study found a hierarchical level model of nurses' work situation conflict. And this study has brought new insight to the management of conflicts in the current nurses' working situation and to creating a healthy, harmonious and efficient nursing working situation. It provides a new perspective for nurses' occupational safety and mental health intervention.
| S-EPMC11853512 | biostudies-literature
Project description:ObjectiveRelative to explicit absenteeism, nurses' presenteeism has a more lasting impact and is more harmful and costly. This study aimed to explore the relationship between work-family conflict, perceived social support, and presenteeism and whether perceived social support mediates the relationship between work-family conflict and presenteeism among ICU nurses working on shifts in Chinese public hospitals.Materials and methodsA cross-sectional research design was conducted from January to April 2023 in Sichuan Province, China. A total of 609 valid questionnaires were collected. The questionnaires contained information on demographic characteristics, the Work-Family Conflict (WFC) scale, the Perceived Social Support Scale (PSSS), and Stanford Presenteeism Scale-6 (SPS-6). Multiple stratified regression was used to explore the mediating role of perceived social support between work-family conflict and presenteeism. The mediating effect of perceived social support in work-family conflict and presenteeism was tested by Model 4 in the PROCESS 4.1 macro program in SPSS.ResultsA total of 609 nurses were included in this study, and the mean presenteeism score for ICU nurses working on shifts was 16.01 ± 4.293 (Mean ± SD), with high presenteeism accounting for 58.46%. After controlling for sociodemographic characteristic variables, work-family conflict was positively associated with presenteeism, explaining 7.7% of the variance. High perceived social support was related to low presenteeism, explaining 11.5% of the variance. Perceived social support mediated the association between work-family conflict and presenteeism among ICU nurses working on shifts.ConclusionsChinese shift-work ICU nurses' high presenteeism scores deserve managers' attention. Work-family conflict is a significant predictor of nurses' presenteeism. Perceived social support is essential in improving nurses' work-family conflict and mediates the relationship between work-family conflict and presenteeism. Improving social support can reduce the impact of work-family conflict on presenteeism among nurses working shifts.
| S-EPMC11321557 | biostudies-literature
Project description: Not available
| S-EPMC10702575 | biostudies-literature
Project description:Conflict with parents is common among depressed adolescents, interferes with treatment, and may increase risk of recurrence. Parental depressive symptoms have been shown to predict conflict with adolescent children, but an important role for different kinds of parental interpersonal problems, as described by interpersonal circumplex, is also plausible. This study compared parental interpersonal problems to parental depressive symptoms as predictors of parent-adolescent conflict reported by a depressed adolescent child, using multilevel linear regression, leave-one-out cross-validation and model stacking (N = 100 parents, 57 mothers and 43 fathers, of 60 different adolescents). Cross-validation and model stacking showed that including parental interpersonal problems contributes to accurate predictions. Parents reporting more interpersonal problems related to excessive dominance or submissiveness was associated with increased or decreased conflict, respectively. Parental depressive symptoms were found to be negatively associated with parent-adolescent conflict only in father-adolescent relationships.
| S-EPMC7235051 | biostudies-literature
Project description:BackgroundOrganizational dehumanization has detrimental consequences for nurses' wellbeing and leads to a stressful work environment. Moreover, it is very destructive to work engagement.AimTo examine the mediating role of nurses' work stress between organizational dehumanization and work engagement.MethodA cross-sectional research design was conducted with 245 staff nurses over a one-month period. The researchers used structured equation modeling.ResultsWork engagement and organizational dehumanization levels were both moderate. In addition, the degree of job stress among the nurses was moderate, too. The results of the structural equation modeling showed that the association between organizational dehumanization and job engagement is partially mediated by work stress.ConclusionsFor staff nurses to exhibit high levels of caring behaviors, this study emphasized the need to establish a work environment that employs tactics to improve workplace engagement and happiness. In addition to changing the organizational culture of nurses to eradicate organizational dehumanization and pressures related to the job.
| S-EPMC10958847 | biostudies-literature
Project description:The salesperson is a job that is prone to deviant behavior. Prior studies addressed that deviant behavior is a behavioral stress response. Although numerous studies have demonstrated the relationship between job stress and deviant behavior, the clarity of the job stress mechanism remains limited. Drawing from coping theory, we proposed that job stress acts as a critical mechanism in linking the association between work-family conflict and salesperson deviant behavior. The objectives of this study are threefold. First, this study investigates the relationship between work-family conflict and job stress. Second, this study examines how job stress determines the likelihood of a salesperson engaging in deviant behavior. Last, this study investigates the mediating mechanism of work-family conflict and job stress. Using an online survey of salespeople in Indonesia, we received 321 data and employed a partial least square to test our proposed hypotheses. The results of this study confirm all hypotheses. The implications for managers regarding the result of this study is encouraging managers to establish and implement family-friendly policies which can diminish the level of stress and will decrease the likelihood of salespeople engaging in deviant behavior. Our study offers a significant contribution to the body of knowledge by clarifying the mediating role of job stress.
| S-EPMC9552108 | biostudies-literature